Leadership churn creates a self-reinforcing cycle where new leaders feel pressure to demonstrate progress through visible change, often resetting direction and teams before understanding existing context. This pattern erodes institutional memory, shortens team time horizons, and disrupts individual careers as performance gets re-evaluated by managers unfamiliar with prior work. The system rewards motion over durability, causing teams to lose confidence in long-term strategy. To survive these transitions, individuals should document their work, decisions, and outcomes to maintain continuity when leadership inevitably changes again.